Culture Amp

Deploy bi-weekly pulse surveys to identify onboarding friction.

Segment data by 'New Hires' to compare their experience against veterans.

Identify departments with low 'Management Support' scores.

Deploy targeted manager training based on identified gaps.

Run an 'Organizational Health' survey for both legacy companies.

Use Text Analytics to find common values and conflicting work styles.

Identify 'Influencer' cohorts within both organizations to champion change.

Track cultural alignment monthly for the first 12 months post-merger.

Activate the Turnover Prediction engine to find early warning signs.

Analyze 'Driver Reports' to see if 'Growth Opportunities' are the main cause.

Launch 'Stay Interviews' specifically for high-potential/at-risk employees.

Implement career pathing modules based on feedback.

Integrate payroll and demographic data into the Culture Amp platform.

Visualize promotion rates filtered by gender and ethnicity.

Run a 'Belonging' survey to see if qualitative scores match quantitative data.

Set transparent goals for leadership to bridge identified gaps.

Survey employees specifically on 'Work-Life Balance' and 'Connectedness'.

Compare scores between fully remote, hybrid, and in-office cohorts.

Determine if remote employees are being 'passed over' for promotions (Proximity Bias).

Adjust office policies based on sentiment data rather than gut feeling.